Owning your own business may have been your dream for a long time. Perhaps you felt the spark way back when you got your first part-time job working at a fast food or retail franchise. Like many, you probably learned a lot about work ethic, management and back-of-house operations when you were working during your teen years, and that feeling of success was something you wanted to share with your own future employees.
Your employees act as an integral part of your company. After all, you likely could not carry out all the necessary tasks that make your business successful without them. Because they play such a pivotal role in your operations, you certainly want to ensure that all of your employees feel as if they are part of a team and add value to your business.
Your business is running like clockwork. You may finally have a staff who keeps up with your growing clientele and works efficiently together. You know you may have to expand and hire more people in the future, but for now, you can devote yourself to other areas of the company.
Owning a business comes with a vast amount of responsibility. Some of that responsibility involves keeping your employees free from harassment and discrimination from co-workers, managers and supervisors. Doing this may not only make the work environment less stressful, but could also protect your business from claims regarding these types of behavior.
As your Ohio business grew, you probably took the step of hiring some help. You developed a process to choose the people you felt you could work well with and that would facilitate the success of your company.
When you posted the job vacancy, you likely had the perfect candidate in mind. Perhaps you did not envision a particular person, but you certainly hoped to find someone who was enthusiastic, hard-working and skilled for the position. There were several candidates who came close, and perhaps it was a difficult choice, but you filled the position and prepared to get to work training and acclimating your new hire.
Starting a small business is a lot of hard work. It takes time, dedication and many sacrifices to bring an entrepreneurial venture to a successful point. After years of running your business, there may come a time when it is necessary to step away. Whether it is due to illness, retirement or another personal reason, you may find it necessary to have a wind-down plan in place for your Ohio small business.
No doubt, you have seen TV shows in which a lawyer asks a series of questions to rattle the witness and get the person on the stand to blurt out a hidden truth that will turn the case. While this kind of courtroom drama may happen from time to time, most lawsuits have much more predictable lines of questioning.
As a business owner, your success has likely hinged on your ability to think innovatively and create strategies that resulted in your company pulling ahead. Your ideas certainly played a pivotal role in ensuring that your business continued to grow and compete with other companies in your field. In order to remain competitive, you undoubtedly took precautions to protect your trade secrets.
You know you have put it off for too long, and your company has suffered because of it. However, if you are honest with yourself, the potential ramifications of firing this particular employee -- or maybe any employee -- make you so nervous you have been willing to endure having this person on the staff and risk the damage he or she is doing.